We are official with a whistle!
Last month we debuted to our newsletter subscribers our organizational health model. If you are not signed up for our newsletter list, you are missing out. To escape the FOMO sign up for the list here. With that being said, we want to announce that we have received a copyright for our organizational health model. See below our organizational health model!
WorkHype's approach is from a human centered lens. Alisha believes that an organization evolves through a journey of milestones. The farther an organization can travel on this journey the more success and harmony can be created and impacts positive results. Alisha has developed a copyrighted theoretical approach to cultural change, with Psychological safety being the entry point needed to generate the results necessary for an organization to reach transcendence.
Psychological safety is the establishment of norms, understanding, and goal alignment. It provides the confidence that each individual knows that all aspects of feedback and assignments are to build trust, resolve conflict, and develop commitment.
Dignity establishes the self-worth and respect of each member of an organization and goes beyond an earned regard. When dignity is established, we understand that we are of value, and we are seen as human beings. This stage promotes understanding that actions have impact and that those impacts matter no matter how insignificant they may seem.
Accountability is a communal commitment and is defined by a member understanding their impact on their community and repairing or celebrating that impact with a way that the community feels is appropriate. Once dignity is established, accountability is progressively easier because when an employee understands that they matter, they can appreciate receiving and responding to feedback of any kind in a way that serves the organization rather than defending or defying.
Community is built based on the establishment of these organizational basic needs. The development of community creates belonging, which is when an employee's intention, impact, and wants and needs align. Once an organization reaches this level, they increase retention rates and begin to build stronger leaders.
Play is a part of healing and joy that should be experienced at work. As organizations move through each milestone of the journey, employees experience work as a form of play, sparking creativity and innovation. This level is where organizations tend to increase their bottom line and develop cutting-edge products and services.
Transcendence is the final approach to the funnel. In the stage of transcendence, the organization can move from being internally focused to understanding its role within the community, and the global market. At this level, the organization understands and lives its values while being able to develop partnerships, participate civically, and give charitably to those partners and their community.